Recruitment Agency Management MicroERP

Coordinate agreed skills checks without substituting opaque automated hiring decisions.

• Obtain agreement on role-related assessments and accessibility needs
• Schedule tests and collect authorized results
• Share evidence with reviewers and record human decisions

Keep approved external recruiting systems consistent with the agency record.

• Map jobs candidates submissions and placement identifiers
• Reconcile authorized portal or client-system updates
• Resolve duplicate failed and out-of-order synchronization events

Keep shortlists aligned with current candidate intentions.

• Confirm notice period start dates location and compensation preferences
• Track changes to interest competing offers and availability
• Refresh stale profiles before a new submission

Coordinate external checks within the agreed recruitment scope.

• Record candidate consent and employer-requested check scope
• Track authorized provider requests exceptions and responses
• Route findings to an authorized human reviewer and record closure

Maintain accountable communication across the recruitment lifecycle.

• Track promised updates unresolved questions and complaints
• Record consent-aware communications and resolution owners
• Confirm closure and identify repeated experience failures

Respect the candidate's agreed use of their recruitment information.

• Record outreach submission and verification permissions
• Apply purpose-specific contact preferences and withdrawal requests
• Route retention and deletion requests to shared privacy controls

Resolve contested introductions using agreement terms and evidence.

• Compare prior applications timestamps and submissions
• Record agency and client claims with supporting evidence
• Approve ownership resolution and associated fee treatment

Maintain an accurate candidate record without duplicate outreach.

• Link consented applications and candidate-supplied profiles
• Review duplicate matches and preserve correction history
• Normalize job-related experience qualifications and preferences

Keep employer decisions connected to candidate communication.

• Track review deadlines and hiring-manager feedback
• Record job-related reasons for progression or rejection
• Update candidates and reopen sourcing when requirements change

Explain hiring progress and agree improvements with the client.

• Report vacancy aging submission quality and decision delays
• Review placement outcomes and guarantee cases
• Track employer decisions and service improvement actions

Define the commercial rules before candidates are introduced.

• Record fee basis milestones and client acceptance
• Version exclusivity candidate ownership and replacement terms
• Track approved exceptions and effective agreement dates

Derive placement-linked commission entitlements from approved rules.

• Allocate sourcing account and closing contribution
• Calculate earned held and reversed amounts by event
• Send approved settlements to shared finance or payroll

Preserve controlled disclosure during senior or confidential searches.

• Define disclosure stages and approved contact lists
• Record candidate permission before revealing client identity
• Track search research longlists and mandate review milestones

Convert application documents into recruiter-reviewed candidate information.

• Extract draft experience qualification and skill fields
• Flag uncertain or conflicting values for manual confirmation
• Keep source documents and candidate corrections traceable

Turn a hiring request into a clear authorized recruitment brief.

• Confirm hiring manager headcount budget and location
• Capture job-related skills duties and selection stages
• Agree vacancy priority target dates and approval status

Identify operational bottlenecks using reviewed hiring-stage data.

• Compare stage conversion and elapsed time by job and source
• Reconcile placement revenue against sourcing effort
• Investigate data quality and job-mix effects before acting

Run coordinated assessment and interview campaigns at scale.

• Plan venue capacity participant slots and assessment stages
• Track candidate attendance stage progression and exceptions
• Reconcile final selections offers and joining outcomes

Preserve comparable evidence from interview stages.

• Maintain role-specific scorecards and feedback deadlines
• Collect interviewer observations against job criteria
• Record authorized selection decisions and candidate updates

Coordinate interviews across candidate and client availability.

• Match panel calendars format location and required preparation
• Handle reschedules cancellations and no-shows
• Record attendance and trigger feedback follow-up

Assign achievable hiring workloads and sourcing responsibility.

• Match recruiters to sector capacity and active requisitions
• Allocate sourcing screening and client-contact ownership
• Review stalled jobs workload and escalation decisions

Keep published vacancies consistent with approved hiring requirements.

• Publish approved job descriptions to chosen channels
• Reconcile application source and duplicate submissions
• Withdraw or update postings when vacancy status changes

Establish the event that turns a selected candidate into a completed placement.

• Confirm actual start date employer role and agreed terms
• Record employer and candidate acknowledgment
• Trigger placement obligations and fee review from verified joining evidence

Track an agreed employment offer through acceptance or rejection.

• Version employer-approved compensation and joining conditions
• Record candidate questions counteroffers and approvals
• Confirm acceptance decline or withdrawal with reasons

Calculate the agency's earned fee from agreed placement events.

• Apply accepted fee basis and milestone conditions
• Reconcile joining salary or fixed-fee evidence
• Submit approved charge adjustments and fee events to shared finance

Reduce failed joins by tracking agreed prerequisites and communication.

• Track candidate documents employer actions and start-date confirmations
• Record notice-period issues and changing availability
• Escalate joining risks and document accepted changes

Coordinate agreed relocation support without making immigration decisions.

• Track candidate-approved relocation tasks and service providers
• Record professional-reviewed external approval prerequisites
• Align readiness dates with the employer and candidate

Manage post-placement obligations without losing the original commercial context.

• Track guarantee period qualifying events and notice evidence
• Review replacement refund or exclusion decisions
• Link replacement search and approved financial adjustment to the placement

Obtain candidate permission for a particular employer introduction.

• Present employer role and disclosed engagement details
• Record permission and any confidentiality restrictions
• Prevent unauthorized or duplicate representation submissions

Coordinate multiple requisitions against a client program commitment.

• Track program scope staffing and agreed service outcomes
• Consolidate requisition stages dependencies and hiring-manager actions
• Review capacity performance and approved program changes

Record fair job-related screening evidence for human selection decisions.

• Use role-specific questions and minimum job criteria
• Capture recruiter observations candidate responses and constraints
• Record a reviewed progression decision and reason

Coordinate targeted recruiting outreach and response follow-up.

• Define job-related target profiles and authorized channels
• Track contact attempts responses and opt-outs
• Compare qualified responses and sourcing effort by campaign

Present relevant candidate evidence in a controlled client format.

• Assemble verified skills availability and recruiter assessment
• Apply agreed redaction or anonymization options
• Version the submitted profile and track client acknowledgment

Find candidates using explicit job-relevant criteria.

• Organize reusable skill and experience pools
• Search availability location and stated preferences
• Record explainable shortlist reasons for recruiter review

Close a hiring search with candidate and commercial obligations accounted for.

• Record fulfilled withdrawn frozen or cancelled status
• Notify active candidates and stop job publications
• Reconcile retained-search milestones pending fees and lessons learned

Control candidates supplied by partner recruiters under agreed terms.

• Record supplier permissions fee splits and candidate ownership
• Validate submission quality duplicates and representation
• Track placement outcomes and approved partner settlements